The quality of your organization depends on the quality of your team — a motivated, energized staff is the key to companywide success.

You want "A Players," those colleagues who contribute disproportionately to the advancement and profitability of the organization.

In the same way that the Pareto Principle states that 80 percent of results come from 20 percent of your employees (based on research by the Italian economist Vilfredo Pareto in the early 1900s), your A Players have a measurable impact on your bottom line.

The Pareto Principle is often used in a sales environment, but it applies equally to a variety of different industries.

If you can build a team of A Players around you, then your job as a business leader or owner becomes much easier, as you do not have to deal with endless crises and can work more intentionally on developing the future strategy for your organization.

Finding Your Players

So how do you find A Players for your team?

The funny thing about A Players is that you can find them in the strangest of places.

A few years ago, James was running a car dealership that was lacking in quality salespeople.

Initially, Louise struggled a bit because she had no product knowledge, no customer base and was the only female on a sales team of 30 people.

However, after continual support from James and the upper-level staff and a combination of hard work and positive attitude she began to flourish.

By the end of the year she was the top sales person at the dealership.

When you are seeking A Players for your organization, don’t just look for skills and experience but start by looking for someone with a great attitude.

Here are seven tips to help you find your own A Players.

1. One Page Plan

Have a simple one page plan that you can share with future employees.

This plan highlights what you have achieved as an organization during the past year and also what your vision is for the next three to five years.

A Players are motivated as much by being part of an organization that has clear goals and aspirations as they are by salary and benefits.

They want to be part of an organization that has a purpose.

2. Think Outside The Box

Don’t just look in the same old places for new employees.

Think about looking outside of your industry for people with the right attitude and a track record of success.

You can always train skills and product knowledge.

3. Telephone Screening Interview

Consider having a 15 to 20 minute telephone interview with potential candidates.

This can save both parties a lot of time and expense before a more formal interview is arranged.

4. Personality Profiles

Use DISC or another similar personality profiling tool to make sure that you have a good fit for the role you are seeking to fill.

Different fields require their own unique brand of skills, such as high-influencing personalities or levels of compliance.

5. Watch The Body Language

Always have another person interview with you and if possible get them to ask the questions, so that you can concentrate on listening to the answers given and also observe the body language to make sure that it is congruent with what is being said.

6. References

Always insist on speaking to a former boss for a reference.

Sometimes it is not what is said about the candidate but the way in which it is said over the phone that can alert you to potential problems but also provide clues to the positive aspects of the candidate.

Written references are usually very brief and not very helpful.

7. Staff Referral Program

Have a program in place that rewards existing members of staff if they recommend someone for a position you are trying to fill.

For example, you could offer a cash bonus to your employees if their recommended candidate is taken on, and another bonus if the candidate is still with you and performing well six months later.

This has the added benefit of ensuring that the new member of staff has a mentor looking out for them during their initial six months.

Try some of these tips and see what works best for you.

If you can surround yourself with a team of A Players who have great attitudes, are motivated by achievement and are strong in areas where you are weak, then your role as a leader or business owner becomes far easier.

You can concentrate on setting the future strategy for your organization while your team achieves amazing results.

Richard J. Bryan is an international speaker, executive coach and author of the forthcoming book, Being Frank: Real Life Lessons to Grow Your Business and Yourself. Through his experiences as the fourth aeneration CEO in a family-owned business, Bryan gained a wealth of knowledge and developed into a true leader. By applying his creative strategies, Bryan helps businesses hire the right people, forge dynamic teams and increase their profits. For more information, please visit www.RichardJBryan.com.